Getting recruitment right from the start
Before You Set Off
Picking Up the Pace
Maintain Momentum
Shifting Up a Gear
Bumps in the Road
Changing Direction
Defining the role before you recruit
The most common recruitment mistake is starting the process before the role is properly defined. What are the actual responsibilities? What does success look like in the first three months? What skills and experience are genuinely required, and which are desirable? What does the team structure look like around this person?
Getting clear on these questions before you advertise saves time, reduces the risk of a poor hire, and makes the selection process much more objective. We work with you to define the role and draft a job description that reflects what you actually need.
A fair and legally compliant process
Discrimination claims can arise from the recruitment process, before an employment relationship even exists. Job adverts, person specifications, interview questions, and selection decisions all need to be considered carefully.
We advise on structuring your recruitment process to be fair, objective, and free from bias. That includes reviewing your job adverts for language that might inadvertently exclude protected groups, structuring your interview questions around the requirements of the role, and making sure your selection decision can be objectively justified.
Pre-employment checks
Before a new hire starts work, you need to carry out right to work checks, references where appropriate, and any role-specific checks such as DBS checks for positions working with vulnerable groups.
We carry out right to work checks for clients via our digital verification platform. This is included in our new employee offer pack service.
What does HR support for recruitment cover?
HR support for recruitment is about making sure your hiring process is well-structured, legally compliant, and gives you the best chance of finding the right person. It covers the definition of the role and what you are really looking for, the way you advertise and attract applicants, how you assess and select candidates fairly, and how you get the employment relationship off to the right start once you have made your choice.
For small businesses, the risk in recruitment is not just making the wrong hire. It is inadvertently discriminating at the application or interview stage, failing to carry out the required pre-employment checks, or starting the employment relationship on the wrong footing because the contract or the onboarding was not handled correctly.
Starting the employment relationship correctly
Once you have made your offer and it has been accepted, the employment relationship has begun. A bespoke contract of employment must be provided on or before the first day. A structured induction and probation process sets the tone for the relationship and gives you the framework to address any concerns early.
We handle the offer letter, health questionnaire, new starter details, the contract, the right to work check, and references if required as part of our new employee offer pack. We then support the probation plan and reviews. Everything is stored on Breathe so the record is always current and accessible.
About to start a recruitment process?
A free 30-minute call before you begin is the best investment you can make. We will help you get the role definition right and structure the process so you end up with the right person.
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Common Questions
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